Diversity

First and foremost, Kelly & Company understands that diversity begins with inclusive search strategies. They go beyond traditional recruitment methods and actively seek out candidates from diverse backgrounds, industries, and sectors. By casting a wide net and engaging with a variety of talent pools, they ensure a diverse slate of candidates for each executive position.

In addition to broadening the candidate pool, Kelly & Company promotes diversity through its inclusive evaluation and selection process. They have a rigorous and objective assessment framework that focuses on skills, qualifications, and leadership potential, rather than being influenced by unconscious biases. By ensuring a fair and level playing field, the firm increases the chances of diverse candidates being selected for leadership roles.

Furthermore, Kelly & Company is committed to building strong relationships with diverse professional networks and organizations. They actively engage with industry groups, diversity-focused associations, and women’s leadership initiatives to source potential candidates and promote their opportunities. This proactive approach helps them tap into diverse talent communities and ensures that they are reaching individuals who may not be actively searching for new positions.

To foster an inclusive environment, Kelly & Company also offers unconscious bias training to its consultants and staff. This training helps them recognize and mitigate biases that may influence their decision-making during the recruitment process. By raising awareness and providing tools to address unconscious biases, the firm ensures a fair and unbiased assessment of candidates.

Moreover, Kelly & Company believes in supporting diversity within the organizations they serve. They work closely with clients to understand their diversity goals and develop tailored recruitment strategies that align with those objectives. By collaborating with clients and sharing best practices, they contribute to the advancement of diversity and inclusion at the executive level.